{"id":1799,"date":"2022-09-27T09:15:57","date_gmt":"2022-09-27T09:15:57","guid":{"rendered":"https:\/\/vitalorg.co.uk\/?p=1799"},"modified":"2024-02-26T08:46:50","modified_gmt":"2024-02-26T08:46:50","slug":"how-to-engender-higher-performance-and-happier-people-for-free","status":"publish","type":"post","link":"https:\/\/vitalorg.co.uk\/index.php\/2022\/09\/27\/how-to-engender-higher-performance-and-happier-people-for-free\/","title":{"rendered":"How to engender higher performance and happier people \u2013 for free!"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1799\" class=\"elementor elementor-1799\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3a96dd15 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3a96dd15\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7563ce73\" data-id=\"7563ce73\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-412a8e9 elementor-widget elementor-widget-spacer\" data-id=\"412a8e9\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-column .elementor-spacer-inner{height:var(--spacer-size)}.e-con{--container-widget-width:100%}.e-con-inner>.elementor-widget-spacer,.e-con>.elementor-widget-spacer{width:var(--container-widget-width,var(--spacer-size));--align-self:var(--container-widget-align-self,initial);--flex-shrink:0}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container,.e-con>.elementor-widget-spacer>.elementor-widget-container{height:100%;width:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer{height:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner{height:var(--container-widget-height,var(--spacer-size))}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty,.e-con>.elementor-widget-spacer.elementor-widget-empty{position:relative;min-height:22px;min-width:22px}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon,.e-con>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon{position:absolute;top:0;bottom:0;left:0;right:0;margin:auto;padding:0;width:22px;height:22px}<\/style>\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-038d184 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"038d184\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-d38d1ba\" data-id=\"d38d1ba\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d5d3c62 elementor-widget elementor-widget-theme-post-title elementor-page-title elementor-widget-heading\" data-id=\"d5d3c62\" data-element_type=\"widget\" data-widget_type=\"theme-post-title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">How to engender higher performance and happier people \u2013 for free!<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b2ee3ed elementor-align-center elementor-widget elementor-widget-raven-post-meta\" data-id=\"b2ee3ed\" data-element_type=\"widget\" data-widget_type=\"raven-post-meta.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<ul class=\"raven-inline-items raven-icon-list-items raven-post-meta\">\n\t\t\t\t\t<li class=\"raven-icon-list-item elementor-repeater-item-1ffcf6d raven-inline-item\" itemprop=\"author\">\n\t\t\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/author\/denis\/\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-user-circle\"><\/i>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-text raven-post-meta-item raven-post-meta-item-type-author\">\n\t\t\t\t\t\t\t<span class=\"raven-post-meta-item-prefix\">Author:<\/span>\n\t\t\t\t\t\t\t\t\t\tDenis\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dcfaf87 elementor-widget elementor-widget-theme-post-featured-image elementor-widget-image\" data-id=\"dcfaf87\" data-element_type=\"widget\" data-widget_type=\"theme-post-featured-image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"279\" height=\"377\" src=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/09\/Herzberg.jpg\" class=\"attachment-full size-full wp-image-1801\" alt=\"Hertzberg - motivators and hygiene factors\" srcset=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/09\/Herzberg.jpg 279w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/09\/Herzberg-222x300.jpg 222w\" sizes=\"(max-width: 279px) 100vw, 279px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-03e8d95 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"03e8d95\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b89baa5\" data-id=\"b89baa5\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3089417 elementor-widget elementor-widget-text-editor\" data-id=\"3089417\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>The research is over 50 years old \u2013 but with the challenges of today \u2013 employee engagement, talent retention, remote working, well-being, old ways of working being rejected \u2013 it is just as valuable for line managers today as when it was first exposed to the public gaze \u2013 back in 1968.<\/p><p>That was when Frederick Herzberg first published his motivator-hygiene theory in HBR, the article being entitled \u201cOne More Time, How Do You Motivate Employees?&#8221;<\/p><h2>The Herzberg model<\/h2><p>The argument goes that within each of us, operating singly or in groups, there is norm of work output to which we will achieve.\u00a0 Some aspects of the work environment may drag actual performance below that norm, while others will boost it far above.<\/p><h2>What are hygiene factors?<\/h2><p>The hygiene factors, below the line \u201cnorm of work output\u201d, have to be appropriate.\u00a0 If any of them is significantly adrift from what is needed and reasonable, then performance will suffer.\u00a0 If employees are at odds with any aspect of the reality of their context as listed in the chart, then they will perform less well.\u00a0 But, and it is a very big but, the indication is that how ever well the organisation delivers on the hygiene factors, performance is unlikely to rise above the norm, unless something else and different is also as it should be.<\/p><h2>We simply can\u2019t \u201chygiene factor\u201d our way to high performance<\/h2><p>Just to illustrate this there is some evidence that changing salaries will produce a short term up-tick to performance, but the improvement does not last.\u00a0 We very soon shift our expectation (and our spending) to the higher level of disposable income, at which point higher pay has stopped being a motivator.\u00a0\u00a0 The same is true of other perks and bolt-ons. Strangely, it is with these hygiene factors that so many organisations try to motivate, attract and retain their people.\u00a0\u00a0 But if there is a war for talent, we can do so much better than trying to outgun rival employers by raising the stakes through our hygiene factors.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8b39bbe elementor-widget elementor-widget-text-editor\" data-id=\"8b39bbe\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<blockquote><p><em>&#8230;how ever well the organisation delivers on the hygiene factors, performance is unlikely to rise above the norm&#8230;<\/em><\/p><\/blockquote>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-96e88c3 elementor-widget elementor-widget-text-editor\" data-id=\"96e88c3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<h2>\u00a0<\/h2><h2>If the hygiene factors don\u2019t work&#8230;<\/h2><p>\u2026 enter the motivators. These include meaningful and rewarding work; recognition; personal and team mastery; being involved and trusted.\u00a0\u00a0 Once these things are all in place, then performance will begin to fly.\u00a0 This is even true if some of the hygiene factors are not totally \u2018good\u2019.\u00a0 It is acknowledged that in those circumstances it is more difficult to motivate people to deliver starring performance, but it can be done.\u00a0 We have seen plenty of teams deliver outstanding performance out of crumbling offices, and using IT that is well past it\u2019s sell-by date.\u00a0\u00a0 Such de-motivators are no match for high-trust teams, engaged in meaningful work, in a climate that encourages people to experiment and give the best of themselves.\u00a0<\/p><h2>What needs to change and what will it cost?<\/h2><p>All of the above is conventional and largely as Herzberg had it, But what follows are additional and valuable insights from the model that don\u2019t often get talked about.<\/p><p>First, we can think of an \u2018organisation\u2019 as an entity in its own right.\u00a0 It has a structure, resources, processes and behavioural norms.\u00a0 Then there is the individual manager.\u00a0 This is the person who has a formal, structural relationship with the employees assigned to the manager, flowing from the organisation structure itself.\u00a0 Complicated maybe, but able to be depicted with words, numbers and diagrams. We could call that the \u201cMap\u201d.<\/p><p>But there is also a whole set of interactions between the manager and employees, singly or in groups, and these exist regardless of the formal structure.\u00a0 They are also highly variable and volatile, and operate on the basis of feed forward and feedback loops, each modifying behaviour in the next turn around, with results that are highly emergent in their nature.\u00a0 Messy, unpredictable and intangible, the reality of the organisation is truly complex.\u00a0 This we could call the \u201cTerritory\u201d.<\/p><p>A quick glance at the Herzberg chart raises a simple question \u2013 who provides what?\u00a0 The answer is that <strong>it is the formal organisation that provides the hygiene factors and the individual manager who looks after the motivators<\/strong>.\u00a0 Hence the reason why even with deficient hygiene factors it is still possible for an effective manager to motivate employees to delivery great performance.<\/p><p>A second question is how much does it cost to meet these various needs?\u00a0 The answer is that the hygiene factors cost mega bucks, whereas the motivators are totally free.\u00a0 All they need is the investment of physical, intellectual and emotional energy by the individual manager into getting the motivators to be in a good place, and the superstars in all of us will do the rest.<\/p><p>If you believe that navigating your way around with only a map as your guide is OK, then good luck to you.\u00a0 Our experience suggests that knowledge and understanding of the territory is also rather important!<\/p><h3>\u00a0<\/h3>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7863567 elementor-widget elementor-widget-text-editor\" data-id=\"7863567\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<blockquote><p><em>&#8230;high performance is an outcome of good management practices by individual managers \u2013 and it\u2019s totally free!\u00a0 <\/em><\/p><\/blockquote>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-aba47ca elementor-widget elementor-widget-text-editor\" data-id=\"aba47ca\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<h2>\u00a0<\/h2><h2>Mirror, mirror on the wall&#8230;<\/h2><p>So, the bottom line is this.\u00a0 If you want to know why you are not looking at a team of highly motivated superstars, all pulling together, sharing information, solving shared problems and the learning that follows, don\u2019t blame the organisation.\u00a0 The organisation cannot deliver that.\u00a0 Take a walk into the nearest bathroom \u2013 they all have one feature in common \u2013 and have a look in the mirror.\u00a0 There you will find the cause of all your problems, along with the solution.<\/p><p>The fact of the matter is that high performance is an outcome of good management practices by individual managers \u2013 and it\u2019s totally free!\u00a0 Moreover, the effect is long-lasting since it is a change that feeds on itself.<\/p><h2>No excuses &#8211; no budget required!<\/h2><p>So no budget needed and a positive outcome for the business, its people, its customers and suppliers, and its local partners.\u00a0 So why has the Herzberg approach not been adopted more widely?\u00a0 And, especially now with the current focus on employee engagement, linked to ever better performance?<\/p><p>In the first instance, many people have not stumbled across the Herzberg stuff.\u00a0 In the second is that nasty personal accountability stuff implied by the \u2018bathroom mirror\u2019 test.\u00a0 Unless the managers in question acknowledge that they are part of the problem there is no way forward.\u00a0 If there are performance problems, and the managers actions are making a difference, then they must be part of the problem.\u00a0 If their actions are not making a difference, then they are part of the problem, by definition.<\/p><p>Then there is that physical, intellectual and emotional energy required to be invested in the organisation\u2019s people, including the building of all-round trust.\u00a0 And which can only come from individual managers.<\/p><h2>So, how to get started?<\/h2><p>The answer lies in the Herzberg model itself.\u00a0 Check the entries for \u2018Responsibility\u2019, \u2018Involvement\u2019 and Personal Growth\u2019.\u00a0 Use these as the point of entry into the local system.\u00a0 Go ask the people what needs to change to give them greater feedback \u2018above the line\u2019.\u00a0 Including changes in management practices.\u00a0 Run with whatever they come up with to get a process of never-ending experimentation and learning started.\u00a0 Once through the pain barrier of getting started, it\u2019s all great fun, for everyone.\u00a0 <strong>What ever you do, make sure you are working \u201cin the territory\u201d not \u201con the map\u201d<\/strong><\/p><p>Sounds like better employee experience and better performance \u2013 at the same time \u2013 and it\u2019s all for free!<\/p><p><strong>Denis Bourne<\/strong> is a Co-founder of VitalOrg and has been helping courageous and curious folk bring greater autonomy to their organisations for over 40 years<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8fe5e52 elementor-post-navigation-borders-yes elementor-widget elementor-widget-post-navigation\" data-id=\"8fe5e52\" data-element_type=\"widget\" data-widget_type=\"post-navigation.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<link rel=\"stylesheet\" href=\"https:\/\/vitalorg.co.uk\/wp-content\/plugins\/elementor-pro\/assets\/css\/widget-theme-elements.min.css\">\t\t<div class=\"elementor-post-navigation\">\n\t\t\t<div class=\"elementor-post-navigation__prev elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/2022\/06\/29\/rethink-your-employee-wellbeing-strategy-part1-do-less\/\" rel=\"prev\"><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-prev\"><i class=\"fa fa-angle-left\" aria-hidden=\"true\"><\/i><span class=\"elementor-screen-only\">Prev<\/span><\/span><span class=\"elementor-post-navigation__link__prev\"><span class=\"post-navigation__prev--label\">Previous<\/span><span class=\"post-navigation__prev--title\">Is it time to rethink your employee wellbeing strategy? Part1: \u201cdo less\u201d<\/span><\/span><\/a>\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-post-navigation__separator-wrapper\">\n\t\t\t\t\t<div class=\"elementor-post-navigation__separator\"><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"elementor-post-navigation__next elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/2022\/10\/13\/is-experimentation-the-key-becoming-a-more-human-centric-organisation\/\" rel=\"next\"><span class=\"elementor-post-navigation__link__next\"><span class=\"post-navigation__next--label\">Next<\/span><span class=\"post-navigation__next--title\">Is experimentation the key becoming a more human-centric Organisation?<\/span><\/span><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-next\"><i class=\"fa fa-angle-right\" aria-hidden=\"true\"><\/i><span class=\"elementor-screen-only\">Next<\/span><\/span><\/a>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-15fedae elementor-section-full_width elementor-section-height-default elementor-section-height-default\" data-id=\"15fedae\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-96275ee\" data-id=\"96275ee\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-db14e0b\" data-id=\"db14e0b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-28641ec elementor-align-center elementor-widget elementor-widget-raven-divider\" data-id=\"28641ec\" data-element_type=\"widget\" data-widget_type=\"raven-divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"raven-widget-wrapper\">\n\t\t\t<div class=\"raven-divider\">\n\t\t\t\t<span class=\"raven-divider-line raven-divider-solid\"><\/span>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-74c5550 elementor-widget elementor-widget-heading\" data-id=\"74c5550\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Let's talk<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bbedb9c elementor-widget elementor-widget-text-editor\" data-id=\"bbedb9c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><strong>The conversation has the potential to change the future of your organisation.<\/strong><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c793ec1 elementor-widget__width-auto elementor-widget elementor-widget-button\" data-id=\"c793ec1\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-xl\" href=\"http:\/\/vitalorg.co.uk\/index.php\/vitalorg-contact-details\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Contact<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-e448d93\" data-id=\"e448d93\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-58a33cf elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"58a33cf\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-f57faca\" data-id=\"f57faca\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Author: Denis The research is over 50 years old \u2013 but with the challenges of today \u2013 employee engagement, talent retention, remote working, well-being, old ways of working being rejected \u2013 it is just as valuable for line managers today as when it was first exposed to the public gaze \u2013 back in 1968. That [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":1801,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[18,17,24,12,9,21,20,29,28,13,15,19,25,14,16,26,27],"class_list":["post-1799","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-autonomy","tag-collaboration","tag-culture","tag-employee-engagement","tag-employee-experience","tag-experimentation","tag-feedback","tag-founders","tag-growth","tag-leadership","tag-management","tag-motivation","tag-newwaysofworking","tag-organisational-change","tag-progressive-management","tag-scale-ups","tag-talent"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Happier people, and higher performance AND it all comes for free!<\/title>\n<meta name=\"description\" content=\"Would you like to improve your organisation&#039;s ability to attract and retain talent? 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